“Not a fit” …“Out of sync”…“Independent”…“Not a team player”…“Lacks big picture thinking”
These nagging, ill-defined comments are frequently made of leaders and employees alike. The impact? Limited promotions and interesting assignments, even for high potential employees. When these views are shared with the employee, it’s often confusing when offered with little insight or clues as to how to change. The most problematic feedback – “you’re not a fit,” leaves the employee feeling alienated.
What’s at the heart of these seemingly subjective phrases? They actually point to critical aspects of organizational mastery – how one works with others in the organizational setting. This mastery includes the ability to collaborate, understand the total view versus a narrow, silo view, and the ability to operate within the company’s culture.
How do “fit” problems start? Some start upon hire: The highly technical employee, a super star in their discipline, is hired to “rescue” the company from its technical gap. Filling the void, he/she is showered with accolades and is given free rein to operate independently. Marching to their own drum, the employee doesn’t see when their uniqueness has worn off. They miss signals to collaborate, share information and think broadly.
Some problems persist because the leader isn’t showing the way. To improve organizational mastery:
- Help the employee understand their impact and interdependence with others. Create shared or linked goals mirrored by the reward system.
- Discuss their value beyond being the “resident expert.”
- Provide “Google Earth” perspective. Help them transport from their tight view to a global view. Identify opportunities for them to understand the total business and the relationship of its parts.
- Provide insight through 360’s and assessments. Often those out of sync lack a clear understanding of how they operate.
- Candidly share problematic habits or behaviors. While diversity is valuable, quirks or idiosyncrasies distracting to the culture should be avoided.
- Expect collaboration with others and address if absent.
Organizational fit? It’s real and can be concretely addressed through Organizational Mastery and Self Mastery.
Call The Bailey Group, 763-545-5997, for a no obligation conversation on ways to explore our 3 Circles of Mastery. ™
763-545-5997
“Fitting In…” Totally Subjective or Completely Attainable?
“Not a fit” …“Out of sync”…“Independent”…“Not a team player”…“Lacks big picture thinking”
These nagging, ill-defined comments are frequently made of leaders and employees alike. The impact? Limited promotions and interesting assignments, even for high potential employees. When these views are shared with the employee, it’s often confusing when offered with little insight or clues as to how to change. The most problematic feedback – “you’re not a fit,” leaves the employee feeling alienated.
What’s at the heart of these seemingly subjective phrases? They actually point to critical aspects of organizational mastery – how one works with others in the organizational setting. This mastery includes the ability to collaborate, understand the total view versus a narrow, silo view, and the ability to operate within the company’s culture.
How do “fit” problems start? Some start upon hire: The highly technical employee, a super star in their discipline, is hired to “rescue” the company from its technical gap. Filling the void, he/she is showered with accolades and is given free rein to operate independently. Marching to their own drum, the employee doesn’t see when their uniqueness has worn off. They miss signals to collaborate, share information and think broadly.
Some problems persist because the leader isn’t showing the way. To improve organizational mastery:
Organizational fit? It’s real and can be concretely addressed through Organizational Mastery and Self Mastery.
Call The Bailey Group, 763-545-5997, for a no obligation conversation on ways to explore our 3 Circles of Mastery. ™